Tax Credit for Hiring Veterans

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Besides honesty, loyalty, and responsibility, veterans may bring you a tax cut.

By Barbara Weltman

Many employers have come to learn that veterans make excellent employees. They usually are easily trainable and possess desirable characteristics, such as honesty, loyalty, and responsibility. If these attributes were not enough to induce employers to hire veterans, the tax law offers even more. The tax law encourages employers to hire certain targeted groups of workers by offering a tax credit tied to the wages of these new employees, and certain veterans are treated as a targeted group. Here are the special rules to know when hiring so that you may take credit where credit is due.

Which veterans qualify?

As a small business owner, you qualify for the work opportunity tax credit (WOTC) if you hire a veteran who falls into any of the following categories:

  • Having a service-related disability
  • Unemployed for a specified period
  • Receiving Supplemental Nutrition Assistance Program (SNAP) benefits

However, even if a veteran does not fall within any of these categories, he or she may still be a member of another targeted group. This would still allow you to take a tax credit. For example, a veteran who has been a member of a family that received TANF payments for at least 18 consecutive months is treated as a member of a targeted group for long-term family assistance recipients.

What is the tax credit amount?

The tax credit reduces your tax bill dollar-for-dollar, so each $1 of WOTC saves you $1 in taxes. The credit is based on the amount of wages paid to an eligible veteran in the first year of employment. The maximum tax credit is based on a set percentage of maximum first-year wages, which is fixed by law, and the number of hours worked. For example, for veterans, the basic percentage of first-year wages is 25 percent for those who worked at least 120 hours but fewer than 400 hours; it is 40 percent for those who worked at least 400 hours.

The maximum credit for a veteran working at least 400 hours is:

  • Service-related disability and unemployed at least 6 months in the year ending in the hiring year: $9,600 ($24,000 in wages × 40%).
  • Service-related disability and hired within 1 year of discharge or release from active duty: $4,800 ($12,000 in wages × 40%)
  • Unemployed at least 6 months: $5,600 ($14,000 in wages × 40%)
  • Unemployed at least 4 weeks: $2,400 ($6,000 in wages × 40%)
  • Receiving SNAP benefits: $2,400 ($6,000 in wages × 40%)

There is no limit on the number of eligible employees you can hire for the credit. For example, if you hire 3 veterans with service-related disabilities who are unemployed at least 6 months, your credit is $28,800 ($9,600 × 3).

The WOTC is set to run through 2019, and you can take the credit year after year as you expand the size of your staff. Thus, even if you take a tax credit for hiring a veteran in 2016, you can do so again next year.

Other rules

Being eligible for the credit isn’t enough to claim it on your return. To take the tax credit, you must submit IRS Form 8850 to your state workforce agency within 28 days of the first day of employment. Also submit ETA Form 9061, or ETA Form 9062 if the employee has already been conditionally certified as belonging to a targeted group at the same time. The purpose of these submissions is to confirm that your new employee is indeed a member of a targeted group.

The credit is claimed on IRS Form 5884, which is attached to the employer’s income tax return.

Something to think about

When hiring, keep the WOTC in the back of your mind. While it may not be a primary factor in making a hiring decision, it may just be the tipping point in favor of one applicant over another.

Source: sba.gov

Couple Brings A Wealth Of Experience To Help Combat Workplace Contagion With Enviro-Master Services

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Pictured outside their building is Willlie Jenkins, Jr., Kimberly Jenkins, Willie Jenkins

When you see terms such as “leading provider, recession-resistant, lack of competition” and “scalable,” associated with a franchise opportunity, it’s undoubtedly going to pique your interest.

And if it’s in an industry that can literally impact millions of people – by creating its own unique niche – you’re almost certainly going to want to know even more about this ground-floor opportunity. Mix in a company culture that’s equal to its growth potential… and you have the perfect list of ingredients that drew Willie and Kimberly Jenkins to become franchise owners with Enviro-Master, North America’s leading health and safety-focused commercial cleaning service, which has doubled in size since 2012. They are seeing demand from many markets for their service because of the growing concerns about MRSA and other new tough to combat bacteria. Pictured left to right are Willie Jenkins, Jr., Kimberly Jenkins, Willie Jenkins, El Paso,TX.

“We are NOT like anyone else. We are UNIQUE,” said Willie. “When we first met with the corporate team from Enviro-Master we were truly impacted with how welcoming they were and that they wanted to know about ‘us’ and not just about our previous business experience. They genuinely cared about us as a family.”

Launched in January, Enviro-Master’s El Paso location serves businesses throughout El Paso, Las Cruces and Alamogordo, N.M., as well as Juarez, Mexico. Surrounding franchise areas still available are Albuquerque, Lubbock and Amarillo.

Willie, 49, has owned a janitorial cleaning company for 15 years while Kimberly, 57, has spent a decade in a civil servant role as an inventory/warehouse manager after a 24-year career in the U.S. Air Force before joining Enviro-Master, which provides unique processes and products that disinfect and sterilize surfaces that serve as breeding grounds for bacteria and viruses such as the flu, Hepatitis, Norovirus and MRSA. Enviro-Master’s commercial restroom hygiene service, which is applied with EPA-registered, non-toxic products, ensures 99.99 percent of germs are killed. “As a border city, we have many challenges dealing with the health and safety aspect due to travelers constantly going back and forth into Mexico,” Kimberly said. “We wanted to be a part of helping our neighbors within the city and even in Mexico.”

In Enviro-Master, Willie and Kimberly found a company that is a recognized leader in the $61 billion commercial cleaning industry, which is expected to grow by an additional two percent in 2019 alone, according to experts. Enviro-Master International Franchise has ranked five years in a row by Inc. 5000 as one of American’s Fastest Growing Private Companies. Their niche, which focuses on killing germs and bacteria, protects businesses, their employees and clients against the spread of infectious diseases. Currently targeting growth in major markets throughout North America, Enviro-Master’s continued growth is fueled by five basic fundamentals: 1) Large, identifiable markets; 2) Lack of competition; 3) Recession resistance; 4) Recurring revenue model; and 5) Service that can’t be displaced by technology.

“I’ve been in franchise development for more than 30 years and have not seen a concept with the strong fundamentals that we have at Enviro-Master,” said Brian Wieters, executive vice president of franchise development. Said Willie: “This is something we want to pass on to our children. We believe in leaving a legacy for our children’s children. Our plan for them is to be very aggressive in the future growth of our company.”

Markets being aggressively targeted for new franchises are Phoenix, Toronto, Philadelphia, San Francisco, Reno, New York and its boroughs, Denver, Boston and New Orleans. Call 1-833-GERMPROS for more information.

$100K Tech Startup Seed Capital for Veterans

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BBBC 2019 logo announcing the conference date and location

The Business Beyond the Battlefield Conference wants to help you launch your tech startup with a startup tech pitch competition.

Expert DOJO, the fastest growing startup community in Santa Monica has partnered with the 2019 Business Beyond the Battlefield Conference (#BBBC19) to invest up to $100k in startup companies attending the event; at least one $50,000 term sheet is guaranteed to one company.

This investment is designed to help startup founders who have identified a very specific problem or challenge in growing their startup, and could use the $50,000+ investment to make a significant difference in overcoming that challenge.

Ideal applicants are innovative thinkers in any segment of technology who believe their products are unique, groundbreaking, and can affect positive change in their vertical.

Note: Contestants must attend #BBBC2019 accelerator sessions

startup pitch competition flyer is pictured with registration info

5 Ways to Create an Effective Military-to-Civilian Resume

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man in a suit giving a thumbs up signal

Transitioning from military to civilian life is difficult. Communication is subtle in the civilian world, and that can be tough when you’re used to straightforward and explicit military orders.

When you’re applying for a job, you have to navigate this communication gap. There’s also the additional challenge of learning how to structure a resume when you’ve always, or for a long time, had a Field Service Record to explain your qualifications to superiors.

These five strategies can help you manage the transition by creating a strong  military-to-civilian resume that will land you job interviews.

#1: Reframe your Skills to Target Civilian Employers

As a military veteran, you have many resume skills that civilian employers need. To start, you have certain technical and job-specific skills that qualify you for civilian jobs. You just need to know how to present them effectively.

Military Connection and other organizations have automated tools at your disposal. Military Connections lets you enter your Military Occupational Specialty code or title, or a keyword from that title, and then presents jobs you might qualify for, and how you would use your skills in those jobs.

Additionally, according to researchers from LinkedIn, veterans are more likely than lifelong civilians to be:

  • Reliable team players
  • Strong problem solvers
  • Critical thinkers
  • Team leaders
  • Detail-oriented workers

Don’t underestimate the power of soft skills. They’re even more in-demand than technical abilities for many types of jobs.

#2: Translate Military Jargon into Language that Civilians Can Understand

A civilian human resources manager might not know the difference between a senior noncommissioned officer and a squad leader, or how many people are in a battalion versus a platoon. Use civilian terms like “supervised,” “led,” and “mentored” to indicate your level of responsibility and how you affected the personnel under your command.

Additionally, avoid all military acronyms if you’re applying to a civilian company. Don’t just spell them out; a civilian employer might not understand “Officer Efficiency Reports” any better than they understand “OER.” Translate it to “performance review.” Remember, an employer wants to be confident you understand the civilian workforce.

#3: Open with a Qualifications Summary or Resume Summary

When you’re transitioning from military to civilian work, you’re changing industries. You should start your resume by highlighting those skills and achievements that will transfer best to your new industry.

As an industry-switcher, you should begin your resume with a resume summary or qualifications summary. Both are specific styles of resume introductions that draw attention to your skills or accomplishments rather than your experience.

A qualifications summary:

  • Focuses on skills
  • Uses five or six bullet points
  • Showcases abilities and achievements relevant to your target job
  • Highlights your value to a potential employer

A resume summary:

  • Focuses on your key accomplishments
  • Uses data to quantify these accomplishments
  • Is formatted using bullets with category subheadings

Determine whether your skill set or your various achievements are more marketable to your desired job, and choose the introduction that best reflects you as a candidate.

#4: Use Quantifiable Information to Highlight Your Accomplishments

Regardless of which introduction you end up choosing, fill the body of your resume with numerical data that quantifies your accomplishments. Under each job heading, introduce three to five bullet points, each with the following three-part structure:

  • Action verb
  • Data point
  • Relevant job responsibility

You don’t have to format every bullet point in this order, and it’s more than fine to include two pieces of data under the same bullet. For example:

“Provided safety training to three 150-member companies yearly, increasing compliance and reducing the number of injuries by 23%

The more quantifiable information you can attach to active descriptions of your work, the better an employer will understand that you get results.

#5: Tailor Your Skills and Experience to the Job Posting

Finally, exclude from your resume any information that doesn’t relate to your target job. All resumes should be specific, but tailoring to the position is particularly important for veterans.

Some employers think that a newly discharged or retired veteran is out of touch with the civilian working world, or that military skills aren’t useful in the private sector. You have to show them that this isn’t true.

Adjust your resume a bit for each job posting. It takes extra time, but it also shows an employer that you’re committed to the role rather than someone sending out bulk job applications.

The Takeaway

As a veteran, you have skills that civilians don’t, but employers won’t know it unless you explicitly show them. Take the time to create a military-to-civilian resume that shows all of the ways that you stand out.

For Business Minded U.S. Veterans

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maintenence-worker

The best way to provide good jobs for U.S. veterans is by helping other U.S. veterans to start successful businesses, because veterans like to hire veterans.

They share a camaraderie and respect for each other unlike any other. And they all have been trained how to work together effectively for maximum results.

Six years ago, in order to get more U.S. veterans employed with good wages I began teaching business minded veterans how to start a strong and successful Maintenance company from scratch. I realized that the more veteran owned businesses I created, the more veterans would get hired. I have developed 80 U.S. Military Maintenance businesses since. It has been an overwhelming success! They have earned millions of dollars and are employing thousands of other veterans.

But before I go further, I will introduce myself. Then I will summarize what I will do with you if you choose for me to show you how to start a maintenance business of your own, in just a week.

Many have earned $10 K or more in their first month. There are many U.S. Military Maintenance owners to talk with. You can talk to them personally and listen to their own success stories.

I have been putting on career fairs on military bases for more than a decade. And I have a job board exclusively for businesses seeking to employ U.S. veterans. HirePatriots.com.

It also has a unique job board for residents who want to hire local U.S. military to help with chores, and to provide a way to thank them; and for active duty, veterans and their spouses to earn extra money when needed. – My life has been devoted to serving our US military, veterans, and their families for more than 40 years. My primary focus has been to help provide ways for active duty and veterans to financially support themselves and their families well.

Book Cover of the Patriotic Business PlanI have written a best-selling book: The Patriotic Business Plan: How to Leap Over Your Competition. The book explains how I received voluminous local and national media attention, medals from two US Presidents, and financial support from civic leaders, organizations, and businesses. It was written in 2013 when social networks were exploding and changing the way businesses market themselves and increase profit. It has worked for myriads of businesses across the US and continues to grow in its effectiveness to immediately increase any businesses’ prestige, and bottom line. As its creator, I personally work with you to get your business started and to help you to also leap over your competition.

Learn more about these active duty, veteran and military opportunities and resources at PatriotHearts.

 

Keith Craig has been named CEO and President of Clever Talks

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Keith Craig CEO Clever Talks at a promotional event wearing a black suit and smiling

With notable speakers such as Rob O’Neill, Jocko Willink, Marc Cuban and Marcus Luttrell, Clever Talks brings the hard earned, practical lessons of real-world heroes to anyone who seeks to be better.

Craig served in the US Army for 32 years, working his way up to Sergeant Major, the highest-ranking non-commissioned officer in the Army. In addition to six combat campaigns, Craig’s service took him to 50 countries, where he conducted humanitarian, and natural disaster operations, played professional football and oversaw the creation of senior enlisted training programs.

Craig’s 50+ awards for military service include the Legion of Merit, three Bronze Stars (for three separate combat tours), the Meritorious Service Medal, the Army Commendation Medal, and the Army Achievement Medal. The Legion of Merit is one of the most prestigious awards in the US armed forces – it is one of only two decorations issued as neckwear, with the other being the Medal of Honor.

After retiring from the Army, Craig joined Walt Disney Studios as a Sales Manager, where he and the Disney Theatrical Sales and Distribution Team handled a record-breaking slate of 2019 films, including the highest-grossing movie of all time, Avengers: Endgame. Craig also became co-President of Salute, a Disney organization that provides support to veterans and their families.

Sponsored by the Marc Cuban Foundation, Clever Talks is a nonprofit organization that teaches skills and lessons of U.S. military and first responders to the general public through a free online library.

For more information about Clever Talks, how to support and get support, visit CleverTalks. For interviews contact Tara Thomas, G2 Tour Publicist, Tara Thomas Agency, King Harris Publicist at 812-558-8882.

9 Reasons Recognizing Companies and Employees is Important

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Diverse group of employees raising their hands in cheer

By Mona Lisa Faris

We all remember scientists Ivan Pavlov and B.F. Skinner’s experiments famous for exploring the benefits of using rewards and positive associations to change both behavior and emotion. Lately, I’ve seen it to be true with companies as well.

Few corporate awards are as highly sought-after or revered as a prestigious Best of the Best title.

A company achieving recognition in this area values inclusion and has a hand on the heartbeat of diversity at all times. There are two ways to achieve this award, either by employee vote or by a third party strictly looking at numbers.

In my opinion, independent third-party HR auditing, such as filling out a survey, outweighs employee-based evaluations.

Nine reasons recognizing companies and employees is important:

  1. Demonstrate You’re Doing Something Right

Business awards are important badges of honor to companies. The Best of the Best list is an opportunity to demonstrate to clients, employees, investors, customers, and the general public that yes, you’re doing something right, according to a third party and an objective panel of judges.

Whether or not your company has had direct involvement with these awards, the results are an invaluable source of information. It gives you an edge above your competitors, too.

  1. Diversity Matters

A company that makes it on a Best of the Best list believes in diversity and understands the importance of salaries, benefits, leadership, personal growth, and wellbeing, ultimately revealing what employees really care about in the workplace. Organizational cultures built on inclusion drive engagement, which drives business and financial performance.

  1. Employee Retention

Recognizing a job well done affects employee retention. When employee morale receives a boost, employee retention is increased. When a company is rewarded, it’s encouraged to strive to stay on the Best of the Best list and do even better. It is not a good sign when a company makes it on the list for a year and then doesn’t make it the following year.

  1. Better Job Performance

Recognition keeps employees feeling proud and passionate about their work. When employees are recognized, they are encouraged to perform better, and consistent recognition—especially when they’ve gone beyond the call of duty—will enhance their job performance. According to Great Place to Work, “Employees who say they have a great place to work were four times more likely to say they’re willing to give extra to get the job done.”

  1. Attract Great Talent

Award-winning status can help you compete for great talent. Customers, prospective employees, and the community hold top workplaces in high regard. If you’re recognized as a Top Veteran-Friendly Company, for example, it encourages veterans to apply with less hesitation knowing you’re diverse and inclusive to the veteran community. You present the following message: “Welcome, veterans, we’re here to train you and support you.”

  1. Media Exposure

Recognition as a Best of the Best company will keep your diversity message and branding alive all year long. Companies on the Best of the Best list performed two to three times better than their counterparts. Being awarded is a great opportunity to brag and put out public notices of achievement, such as a press release. It’s a great recognition to put on a website or use the Best of the Best logo to brand and market across the nation. Some companies go as far as putting the logo on their advertisements, marketing material, and at events and job fairs.

  1. Compete by Advantage

With better performance comes stronger revenue. When you’re on that list, it means you’re diverse, which means you’re getting diverse perspectives, ultimately putting out the best product and service because of the different views you have within your company. With a recognition, you also have a wider consumer base, which gives you an advantage over non-diverse competitors. At the end of the day, every company wants to be recognized, but companies are also interested in what other companies in their industry are being recognized for.

  1. Increase Innovation

Diversity drives innovation. It’s helpful for managers to establish a culture in which all employees feel free to contribute ideas, implement feedback, and give credit where credit is due. Employees who are given an environment to speak freely, no matter what the feedback is, are more likely to contribute their culture, ethnicity, gender, and work experience to drive innovation. Companies that foster and implement diverse groups for feedback, such as an ERG, help define culturally sensitive products, services, and demographics, and these diverse groups bring the greatest innovation.

  1. Increase Profits and Revenue

Recognition keeps employees satisfied, ultimately increasing revenue and profits. The bottom line is that we want our employees to be satisfied at work, because that is what influences company performance. Thus, diversity and inclusion are the keys to a company’s bottom line.

As a publisher of six-diversity focused magazines, I know it’s imperative to recognize companies for their achievements in diversity, and we do this through an independent survey. Any company award is a positive marketing strategy. Just as with any survey, do your research. My advice is to never participate in a “pay to play” investment because it’s not an investment. Our reports are never “pay to play.” By publishing these much-anticipated lists, my goal is to encourage those doing a good job to continue doing a great job, and for those who are not there yet, to entice them to join the bandwagon—to see what their competitors are doing and show the value. Companies that put diversity first, implement it in their policy, and practice it every day from the top down see the fruit of their labor and deserve praise.

Petty Officer Takes Marines to the Fight aboard U.S. Navy Warship

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Petty Officer Kevin Taylor aboard Navy warship

Petty Officer 3rd Class Kevin Taylor, a native of La Habra, California, was inspired to join the Navy to follow in family members’ footsteps. “My dad, the majority of my uncles and my grandfather all served in the military,” Taylor said.

Now, three years later, Taylor serves aboard one of the Navy’s amphibious ships at Naval Base San Diego.

“For the most part it’s really nice,” Taylor said. “It’s nice to be able to rely on shipmates for help and to help them as well.”

Taylor, a 2016 graduate of La Habra High School, is a interior communications electrician aboard USS Essex, one of four Wasp-class amphibious assault ships in the Navy, homeported in San Diego.

“We do the electrical work for the alarms,” Taylor said. “We maintain all shipboard alarms, warning and indicating systems and certain flight systems.”

Taylor credits success in the Navy to many of the lessons learned in La Habra.

“I learned that nothing comes easy,” said Taylor.

Essex is designed to deliver U.S. Marines and their equipment where they are needed to support a variety of missions ranging from amphibious assaults to humanitarian relief efforts. Designed to be versatile, the ship has the option of simultaneously using helicopters, Harrier jets, and Landing Craft Air Cushioned (LCAC), as well as conventional landing craft and assault vehicles in various combinations.

Because of their inherent capabilities, these ships have been and will continue to be called upon to support humanitarian and other contingency missions on short notice.

Sailors’ jobs are highly varied aboard Essex. More than 1,000 men and women make up the ship’s crew, which keeps all parts of the ship running smoothly, from handling weaponry to maintaining the engines. An additional 1,200 Marines can be embarked.

“Serving with the Marines gives you a different aspect of the military and seeing how different branches operate versus the Navy,” said Taylor.

Serving in the Navy means Taylor is part of a world that is taking on new importance in America’s focus on rebuilding military readiness, strengthening alliances and reforming business practices in support of the National Defense Strategy.

A key element of the Navy the nation needs is tied to the fact that America is a maritime nation, and that the nation’s prosperity is tied to the ability to operate freely on the world’s oceans. More than 70 percent of the Earth’s surface is covered by water; 80 percent of the world’s population lives close to a coast; and 90 percent of all global trade by volume travels by sea.

“Our priorities center on people, capabilities and processes, and will be achieved by our focus on speed, value, results and partnerships,” said Secretary of the Navy Richard V. Spencer. “Readiness, lethality and modernization are the requirements driving these priorities.”

Though there are many ways for sailors to earn distinction in their command, community, and career, Taylor is most proud of being selected as Junior Sailor of the Quarter and being promoted to third class petty officer.

“It’s something that you have to work for, to study and learn and to always be accepting of constructive criticism,” said Taylor.

As a member of one of the U.S. Navy’s most relied upon assets, Taylor and other sailors know they are part of a legacy that will last beyond their lifetimes contributing to the Navy the nation needs.

“Serving in the Navy is a sense of pride knowing that you’re doing something for the country and giving back to people,” said Taylor.

Source: Navy Office of Community Outreach

Find your new job: Retraining slots open for more than 2,700 airmen

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Little Rock Air Force Base

The Air Force this month has opened up retraining opportunities for as many as 2,773 active-duty airmen across its career fields in fiscal 2020.

According to retraining statistics provided by the Air Force Personnel Center, there are 1,708 slots available for first-term airmen to retrain into new jobs. There are also 797 retraining slots for staff sergeants, 258 slots for technical sergeants, and 10 slots available for master sergeants. In all, there are 111 career fields that need airmen.

That’s more than the 2,597 retraining opportunities the Air Force unveiled for fiscal 2019, which included 1,634 first-term airmen, 730 staff sergeants, 202 technical sergeants, and 31 master sergeants, and remains far higher than the retraining opportunities in the prior two years.

There are also 1,435 airmen in 63 career fields that are overmanned who need to retrain into other jobs. Only second-term airmen are eligible to retrain out.

In an Aug. 12 tweet announcing the opening of 2020 retraining, AFPC said that phase 1 of the non-commissioned officer retraining program, or NCORP, is open through Dec. 1.

If the Air Force does not get enough volunteers to retrain, it could move into a “mandatory retraining” phase.

AFPC said that these statistics, provided Aug. 19, are a snapshot in time that can fluctuate as needs change throughout the year.

The career field with the most retraining-in opportunities is 3P011 security forces, which has 312 vacancies among first-term airmen and staff sergeants. Education and training airmen in the 3F211 career field are short 140 first-term and staff sergeant airmen, and 4N011 aerospace medical service airmen have 231 vacancies in those categories.

There are also 120 first-term and staff sergeant vacancies among 1C111 air traffic controllers, as well as 112 1B411 cyber warfare operations vacancies and 100 1C311 command and control operations vacancies.

Continue on to the Air Force Times to read the complete article.

A Reel Hero—Bob Vincent Aims to Tell Veterans’ Stories

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Bob Vincent holding his Media Award

The president of Reel Heroes Media champions military heroes and organizations with his video productions.

Bob Vincent, pictured left, president of Reel Heroes Media, was recently awarded the Carlton Sherwood BAVF Media Award, saluting media members who are dedicated to the needs and concerns of American veterans.

As a child, Bob Vincent remembers taking eight suitcases full of shampoo, toilet paper and many other items we take for granted to his family, who was living in communist Hungary at the time. The experience gave this first generation Hungarian-American, successful video producer and president of Reel Heroes Media a true understanding of what it means to live in the home of the free.

“I wouldn’t be here today if not for all those heroes who took that oath and continue to do so,” he said.

After founding his video production company Video Pilot 360 in 2008 with its successful online video-marketing platform, Vincent renamed it Reel Heroes Media in 2015 with the goal of producing videos and marketing that support active military, veterans, their families and the organizations that champion them.

Vincent says he envisions his company—which handles everything from graphic design and video production to audio visual design and content creation—as a “veteran initiative agency of record.”

“When I attended my first military support event, I couldn’t believe all the amazing heroes I met, their stories and the many honorable organizations that provide assistance,” he said. “I saw that many of them didn’t have the resources to tell those stories to the public.

“From that point on, I made it my mission to use my God-given talents to produce the stories of these heroes and the organizations supporting them,” he added.

And Vincent’s skill for doing so is evident in the many accolades he’s received from corporate giants like Disney, American Airlines and MGM Resorts International, as well as from entertainers like Rascal Flatts, Gary Sinise, Lee Greenwood and Billy Ray Cyrus.

But it’s the compelling video productions he’s created as part of his military philanthropy work that has made Vincent most proud. His work is credited for helping motivate patriotic Americans to donate millions of dollars to military supportive organizations and events, such as The Airpower Foundation, Sky Ball, American Airlines Veterans Initiatives, Snowball Express, The American Fallen Soldiers Project and The Gary Sinise Foundation, among others.

One particular video Vincent was asked to produce to show the impact the iBOT mobility device has had for veterans across the country assisted the Independence Corp Foundation and inventor DEKA Corp. CEO Dean Kamen in resuming production on the device.

“He [Dean] told me the video I produced was their most valuable tool in getting the support they needed,” said Vincent, whose production assisted in the FDA reclassification of the device, as well as the manufacturing plans for the next generation iBOT with Toyota.

Vincent’s latest project involves The Life Chest, a beautiful handmade wood chest that gives the recipient a special place to keep treasured keepsakes.

In honor of the 75th anniversary of D-Day, Reel Heroes Media partnered with Mike Elliot, founder and president of All Veteran Group, Life Chest USA, The Airpower Foundation, and All-American Limo & Transportation for a “Life Chests of Legacy” tour to gift Life Chests to WWII veterans across the country.

Vincent says he hopes to create a national movement sharing the gifting and unveiling of each Life Chest that’s delivered to a veteran.

“As we get to hear the stories and legacies of our military heroes, we will continue to share them,” said Vincent.

While he speaks fluent Hungarian and is very proud of his Hungarian heritage, Vincent is equally proud of the brave men and women who provide the freedoms his family in Hungary didn’t have while he was growing up.

“We can never do enough to support those who defend our country, and especially for those who have been wounded or for the families of those who’ve paid the ultimate sacrifice,” said Vincent, adding a Calvin Coolidge quote that he first heard from his good pal, Gary Sinise, years ago:

“The nation which forgets its defenders will itself be forgotten.”

Managing the Shift from Military to Business Culture

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Veteran dressed in a suit holding a flag

By Mike Olivier

By this time in your career you have probably come across the concept of tribal culture. Tribal culture is also military culture, civilian culture, high school culture, and business or workplace culture.

Culture—or the rules of acceptable behavior and how you engage people—is ever-changing. To be successful in any phase of your life, you need to be able to adapt and adjust through means of observation and reprogramming your actions and direction. Trading the military culture for a civilian one is one of these phases.

For the most part, military culture is a straightforward one in which the language is direct, and there is little room for interpretation. Roles, responsibilities, tasks, and reporting requirements are often a matter of fact, not interpretation. This is due in part to the fact that authority is direct, and in matters of life and death misunderstanding or misinterpretation often leads to disaster. In the civilian world these relationships and the chain of command are often blurred. There are circumstances when you report to more than one person, where there are conflicting duties and responsibilities, and no stated priority.

Nevertheless, in both business and military cultures, there are common elements. One is that change is constant. We know that at first most people resist change. To achieve change in both cultures, there is a need for consensus, which is the result of process not action. Successful leaders are the ones that drive change in any culture.

Perhaps through your military training, class work, or direct experience you have worked through the military decision making process. At its core is a very democratic and consensus driven process for developing courses of action, orders, and for making organizational change. It is a means to deal with the reality that in both business and military worlds there are fiefdoms. In business there is accounting, human relations, production, sales, etc. In the military there is intelligence, operations, logistics, etc. Each of these functional staffs are a world and culture unto themselves. The challenge is getting each of these groups—each with their separate list of goals, objectives, and measurements of success—to work together.

Getting these individual staffs to work together depends upon their participation in planning, developing courses of action and in the decision-making process. The leader’s responsibility is to get these disparate groups to visualize and achieve the strategic objective. Some leaders may not actually follow the process while still others will remain dictatorial, all while giving praise to the collaborative process. Nevertheless, successful change—even if accomplished in a clandestine manner—is through the commitment and cooperation of all stakeholders.

As a veteran, and a member of perhaps the largest bureaucracy in the United States, you’ve for sure had some experience with this process. In the business world, though, the culture and vocabulary may be different, the bureaucracy is smaller but the process in how you approach problems remains the same. No matter what you do in terms of a civilian career, the challenge of managing change will always be there. Besides a technical fit, employers are often looking for those change agents that can assist the organization in moving forward. Being able to adapt and overcome are the hallmarks of military culture; add leadership and consensus planning experience to the mix and your entry into business culture will be that much more successful.